An interventional study of Self-Leadership Training Program in Self Leadership, Health Care Worker (HCW) and Training Effectiveness, sponsored by Tanta University. Completed at 1 site in Egypt. Open to participants aged 18 Years and older, including healthy volunteers. Per ClinicalTrials.gov, last updated 2026-10-19.
Sponsored by Tanta University · Not applicable, Interventional, and Other
This study tests whether a structured self-leadership training program can help healthcare workers at a university hospital in Egypt. Self-leadership means the ability to guide your own thoughts and actions toward your goals. Resident physicians and nurses at Tanta University Hospitals first completed a questionnaire that measures self-leadership. Those with low scores who agreed to take part joined an 8-week program of weekly group sessions. Participants answered questionnaires about self-leadership, work performance, and job autonomy (how much control they have over their work) before the program, right after it, and again 3 months later. The study aims to find out whether these scores change after the program and whether any change lasts.
Background: Self-leadership is the capacity to direct one's own thoughts and behavior toward goals. It may help healthcare workers maintain performance under high job demands. Evidence from interventional studies in low- and middle-income countries is limited.
Design: Single-arm, pre-post intervention study (a quasi-experimental design without a concurrent control group) with a 3-month follow-up, conducted at Tanta University Hospitals, Egypt, from January to July 2025. The study was registered retrospectively, after enrolment had begun. It is reported in accordance with the TREND guideline for non-randomized evaluations.
Participants: Resident physicians and nurses were screened with the Revised Self-Leadership Questionnaire (RSLQ; score range 35 to 175). Those who scored 58 or less and gave informed consent were enrolled.
Intervention: An 8-week self-leadership training program, delivered in weekly 2-hour group sessions (groups of 10 participants) during breaks in working hours, with weekly homework using a participant workbook. Details of the sessions are given in the supplementary material of the associated manuscript.
Assessments: Self-reported questionnaires at baseline (T0), after the program (T1), and at 3 months (T2): RSLQ for self-leadership, the Six-Dimension Scale of Performance for work performance, and the Work Design Questionnaire (autonomy scales) for job autonomy.
Analysis: Changes from T0 to T1 are compared with paired t tests, and changes across T0, T1, and T2 with repeated-measures ANOVA. Factors associated with change in self-leadership are examined with multiple linear regression. Analyses include participants who completed all three assessments.
Tanta University is the lead sponsor of 991 studies on the registry; 316 are open to participants now.
Of its 16 completed or terminated interventional studies of FDA-regulated products, 0 (0%) have results posted.
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Behavioral: Self-Leadership Training Program
An 8-week structured self-leadership training program delivered in weekly 2-hour group sessions (groups of 10 participants) during breaks between working hours. Participants completed weekly homework using a participant workbook.
Change in self-leadership score
Self-leadership measured with the Revised Self-Leadership Questionnaire (RSLQ), 35 items, total score range 35 to 175. Higher scores indicate higher self-leadership. Change is assessed from baseline (T0) to immediately after the program (T1) and to 3 months after the program (T2).
Time frame: Baseline, immediately after the 8-week program, and 3 months after the program
Change in Work Performance Score on the Six-Dimension Scale of Performance
Work performance was self-reported using the Six-Dimension Scale of Performance. Scores range from \[minimum\] to \[maximum\]. Higher scores indicate better work performance (a better outcome).
Time frame: Baseline, immediately after the 8-week program, and 3 months after the program
Change in Job Autonomy Score on the Work Design Questionnaire Autonomy Scales
Job autonomy was measured with the three autonomy scales of the Work Design Questionnaire: work scheduling autonomy, decision-making autonomy, and work methods autonomy. Each item is rated from \[1 (strongly disagree)\] to \[5 (strongly agree)\]. Scores range from \[minimum\] to \[maximum\] for \[each subscale / the combined autonomy score\]. Higher scores indicate greater job autonomy (a better outcome).
Time frame: Baseline, immediately after the 8-week program, and 3 months after the program
Plan to share: Yes
Supporting information: Study protocol
Time frame: Data will be available upon publication of the associated article.
Access criteria: Requests should be sent to the corresponding author by email. Data will be shared for academic research purposes after review of the request.
No publications or documents are linked to this record.
Ran from Jan 2025 to primary completion in Jul 2025, 6 months.
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From the registry record's own update history. This site started tracking changes on Sep 25, 2026; for anything earlier, see the record history on ClinicalTrials.gov ↗
This study is completed, as verified in Oct 2026. You cannot join it, but the record below documents what was studied.
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